75 - Andrew Wright: New York Yankees Player Development Dept

Bio

• Currently serving the New York Yankees Player Development Department as the Director of Dominican Republic Baseball Operations (2019)
• Former HC at Charleson (WV) University from 2015-2019
  • staff from three to eight and wins from 16 to 41 in 4 years.
  • In years three and four claimed MEC Southern Division Championship and MEC Tournament Championship.  Lost in championship in year 2.
  • 2 NCAA Regionals
  • Achievements-3 consecutive school records for wins 36, 38, 41
• Head Baseball coach at Concord (WV) University from 2010-2015
  • Increased the roster from 24 to 38
  • -Increased the staff from 2 to 5
  • -Set consecutive school records for wins in 2013 (36) and 2014 (38)
  • -Won 2 Conference Championships (2011,2013)
  • -Appeared in 2 NCAA Regionals
  • -Created and Implemented "1000 Hour Project" and "Get to Give" Community Service Initiatives
  • -Improved team GPA from <2.5 to above 3.0
• Assistant coach: Concord University, Georgetown Prep, West Virginia University
• Associate Scout for the Milwaukee Brewers
• Learner, Leader, Sharer, Thinker!
• DUDE!!

 

Notes

• What are the things going to drive wins?
• Are the personnel going to be able to hit those markers?
• Run creation and run prevention and then chase the deficiency
• Be all things to every situation
• Build a style of baseball that protects you from the hills and valleys of baseball
• 2 things happening - what is going to win now, and what is going to win later
• Protecting the ebs and flows of running a program
• We embraced the target on our back
• Signing up for something bigger than myself!
• Make players better and make them better people
• Being a vehicle for a better life
• Believe in the vision!
• We were identifying a gap at the d2 level, and then exploit the advantage of our program.
• Relieve pressure from your own day to provide a better experience
  • Who can do x, and who can do them really well?
  • Add staff to relieve pressure
• Constant feedback loops know what is in their way to do their job
• The job of the leader is to make sure other people are great at theirs!
• Ton of clarity of expectations for each persons job
• Do I need to do it, or does it just need to get done?
• I don’t need to see the map, just send me a postcard
• Be a multiplier!!!
• Multiplier by Liz Weisman
• Clarity is incredibly important
  • What is my job
  • What am I being evaluated on
  • What kind of decisions can be made
  • What does the staff responsibility sheet look like
• Clear the responsibilities
  • 4 categories - 
  • What are they good at, what do they need to be prepared for the next job, 
  • Hiring comes from intentionally being clear on the people you surround yourself with
• How do I best lead this group of people?
  • Communication, empowerment, and accountability
    • Expectations communicated
    • Put them in the best position to do their job
    • Hold them to their actions
• Accountability works both ways - positive and negative
• I am trying to do all that I can to bolster the cultural environment?
  • How can they sustain changes?
• If I am setting you up for success, then I have a hand in your development just as much as you do.  
• People want to be supported, heard, and included in the process!
• Redeeming qualities and separating characteristics
  • Yeah, but…
• You have to continue to extend the finish line and how can I change the circumstances that will make them better?
• Guiding principle that can adapt to new realities
• You need a bold vision that you would not limit yourself to a cut and fast finish
• People movement and people improvement business!! You are directly related to managing systems and moving people!
• There is messaging you give out everytime you take action
• At the end of year do a growth gap to zoom in on how you are doing
• Is the average of our top 50% moving up or down?
• Winner markers and devise a system based on what it takes to win games (hitting, pitching, baserunning)
• Game planner sheet - QAB%
• QAB
  • Played competitively and tracked it
• I have a plan on making decisions
• Be transparent and communicate as much as you can
• Drop down in excel to help automate the spreadsheet to eliminate the after game data entry
• Is the reason we are not performing is a lack of preparation or lack of information?
• Doing your job so well it makes others peoples job easier
• How can I help a coach prepare for their next job? 
  • What do you need to be exposed to, to be ready for your next job?
• Used continue, start, stop feedback for coaching staff to help customize coaching duties
• Follow on Twitter @ABWright9